Reward aptitude and attitude.

We see it all the time: a leader will promote or recruit someone into a management position who is experienced and knowledgeable, but who lacks the right can-do, team-oriented attitude.  And then they wonder why this person struggles as a leader.

Don’t assume that just because someone is intelligent or credentialed, they have the ability (or willingness) to effectively lead others.  Before you promote them into a management or leadership position, think carefully about their fundamental orientation – their mindset, behaviors, their ability to delegate, build and motivate a team, engage others, and share information. Ask yourself whether they focus on solutions instead of problems. And importantly, consider whether they care more about the organization’s success than advancing their own personal agenda.

Be mindful of who you’re promoting and the message it’s sending to the organization.  Are you rewarding bad behavior, simply because someone is technically or politically astute? In the end, you want both aptitude and attitude in all employees – especially leaders.  Remember that culture is built on the mindsets and behaviors of the people in your organization, and having the right organizational culture is pivotal to your success.